India HR Guide

Mandeep Singh
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This playlist discusses and sheds light on aspects that organisations in India follow in the area of Human Resources. It is aimed at CEO's MD and line managers to understand how various aspects of Human Resources can help shape their organisations journey in India. Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country. Let's make the workplace, a better place.

  1. 3H AGO

    93. Digital Personal Data Protection Act (DPDP) – Data Officers, Consent, Erasure & Children’s Data

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, What happens when an employee asks, “What personal data do you have about me and why?” Who in the organisation is actually responsible for answering that? And when someone withdraws consent, are HR systems ready to stop using the data immediately? In this episode, Mandeep Singh takes the DPDP discussion deeper by focusing on data governance, consent management, and the right to erase personal data. He explains the concept of significant data fiduciaries and why organisations need clearly identified responsibility for managing personal data. From an HR perspective, he highlights the importance of nominating HR team members as data officers for internal employees, creating a clear point of contact for all personal data related queries. Mandeep explains why organisations must know exactly what personal data they hold, the purpose for which it is used, the time period for which it is retained, and whether consent is required. He walks through how consent must be recorded, how withdrawal must be tracked, and why data use must stop the moment consent is withdrawn. The episode also explains the practical meaning of data erasure. Using recruitment examples, Mandeep clarifies when organisations can retain candidate data for employment purposes and when deletion becomes mandatory, with confirmation back to the individual. Finally, the discussion addresses the heightened sensitivity around children’s personal data. Mandeep explains why extra care, parental consent, and legal guidance are essential whenever organisations engage with or collect personal data relating to children.

    6 min

  2. 1D AGO

    92. Digital Personal Data Protection Act (DPDP) – Legitimate Use, Employment Purpose & Consent

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, Once we understand what personal data is, the next critical question is simple: when is an organisation actually allowed to use it? Does every use of employee or candidate data qualify automatically or does the law draw a clear line? In this episode, Mandeep Singh explains the core context of the Digital Personal Data Protection Act by focusing on one central idea: personal data can only be collected, processed, or retained for legitimate use or with explicit consent. He clarifies that employment purpose is a subset of legitimate use, but not everything HR does automatically falls under it. The discussion walks through what employment purpose really means: entering into an employment relationship, sustaining it through the employee lifecycle, meeting statutory and contractual obligations, and managing employment‑related risk. Using practical HR examples, Mandeep explains why data such as date of birth is legitimately collected to verify age or statutory thresholds, but how using the same data for activities like birthday greetings does not qualify as employment purpose and therefore requires consent. He highlights how small, routine HR actions often cross this boundary without being noticed. A key illustration in this episode is recruitment. Mandeep explains how resumes flow across multiple email IDs inside organisations, often far beyond employment decision‑makers, creating situations where personal data cannot be fully controlled, deleted, or safeguarded. The episode shows how DPDP principles directly impact everyday HR practices, especially how organisations collect, share, retain, and protect personal data.

    7 min

  3. 2D AGO

    91. Digital Personal Data Protection Act (DPDP) – What HR Practitioners Must Understand

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, What does digital personal data really mean for HR? Is this only an IT or legal responsibility, or does it fundamentally sit with the HR practitioner? And in the day‑to‑day employer employee relationship, who actually owns personal data, who processes it, and who is accountable for getting it right? In this episode, Mandeep Singh explains digital human resources through the lens of the Digital Personal Data Protection Act. Rather than focusing on HR tech tools, the discussion centres on the systems, processes, and technologies that directly influence everyday HR actions. The episode makes it clear why HR practitioners are deeply involved in personal data management, not just as transmitters of information, but also as creators and safe custodians of employee data. Mandeep walks through why employer, employee relationships are built on continuous exchanges of personal data, maintained and generated by the organisation through HR. He explains how even when HR or IT policies exist, implementation responsibility largely sits with HR practitioners. The discussion focuses specifically on digital personal data and what the DPDP Act expects HR to deliver, without going section by section into the law. The episode introduces key definitions, data principal, data fiduciary, and data processor, and explains how these apply in an HR context. It also clarifies what constitutes personal data, including how individuals can be identified even without direct reference to their name. This conversation is designed to help HR practitioners understand what they must practically deliver under the DPDP Act.

    9 min

  4. MAR 26

    90, HR Technology & People Systems Leadership Role – Skills, Expertise & Leadership Capability Required (Part 3 of 3)

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, in this final episode of the HR Technology & People Systems series, Mandeep Singh brings the discussion together by focusing on the skills required to successfully lead this role. Drawing on observations from the past few years of seeing this role emerge, he explains why this is a uniquely hybrid position that demands strength in both HR leadership and HR solutions architecture. Mandeep details what it means to be an HR expert in this context—covering senior‑level decision accountability, experience across multiple HR Centres of Excellence, and the ability to anticipate the real impact of HR decisions. He also explains the technical expectations of an HR solutions architect, including the ability to design workflows, customise platforms, work with low‑code and no‑code tools, design AI agents, and test systems for bias, predictability, and credibility. A key theme of the episode is why HR technology and AI adoption must follow a structured, long‑term approach rather than trial‑and‑error implementation. Mandeep closes by explaining why failure in AI‑driven HR systems carries far greater organisational risk than earlier HRMS failures, making this role critical for achieving sustainable business value from HR technology investments.

    6 min

  5. MAR 23

    89, HR Technology & People Systems Leadership Role – Responsibilities, Initiation & Governance (Part 2 of 3)

    #HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains what organisations should realistically expect from an HR Technology & People Systems leadership role. In this episode, he walks through the practical responsibilities of this role, focusing on how it drives organisations through their HR technology and AI journey in a structured, long‑term manner. Mandeep explains why HR technology adoption cannot be treated as a short‑term experiment, and why organisations must carefully select, commit to, and evolve HR systems over multiple years. He highlights the role’s responsibility for aligning HR processes, systems, data, AI, and employee experience—ensuring they work together rather than in silos. A key focus of the discussion is the distinction between initiating HR technology change and sustaining it over time through governance, compliance, and ethical oversight. The episode also underscores why this responsibility cannot sit casually with HR operations or the CHRO alone, but requires a dedicated Centre of Excellence leader who owns accountability for AI ethics, governance, privacy, data protection, and regulatory compliance across all HR systems.

    4 min

  6. MAR 20

    88, HR Technology & People Systems Leadership Role – Why Organisations Need This Role (Part 1 of 3)

    #HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains why HR Technology & People Systems is emerging as a critical new leadership role and Centre of Excellence for organisations navigating AI, automation, and rapidly changing HR systems. In this episode, he traces the evolution of HR centres of excellence—from recruitment and compensation to organisation effectiveness—and explains why a dedicated HR technology leadership role is now essential for organisational survival. Mandeep highlights the growing need for clear accountability as AI and automation increasingly influence people decisions, stressing that human judgment, ethics, and decision logic must be deliberately designed, not automatically assumed. He explains why AI‑driven outcomes should never be treated as autopilot decisions, and why organisations must be able to clearly explain how and why technology arrives at specific people outcomes. This episode sets the foundation for understanding HR technology not as a tool or IT function, but as a leadership responsibility that owns how people decisions are designed, governed, and controlled.

    4 min

  7. MAR 17

    87, Statutory Principles for Calculating Compensation in India, Part 6 of 6 - the formulas and impact

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep brings the series to a close by explaining how statutory formulas translate compensation concepts into actual payouts, with a special focus on the significant shift around maternity benefits under the new labour codes. He walks through key formulas used in payroll, covering ESIC, Provident Fund, gratuity, leave encashment, loss of pay, overtime, notice pay, and statutory bonus, clearly distinguishing where the law mandates wage based calculations and where organizations rely on HR best practice using total remuneration. A critical highlight of this episode is maternity benefit, where Mandeep explains how the new wage definition implies that maternity pay may be calculated on wages (50% of total remuneration) rather than full pay, unlike historical practice. He carefully positions this as an interpretation based on current statutory material, noting the absence of explicit contrary guidance. The episode also explains why gratuity uniquely follows a 26 day month, while most other calculations use 30 days, and stresses the importance of consistency, transparency, and clearly documented policies so employees understand exactly how their pay is calculated. Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

    10 min

  8. MAR 16

    86, Statutory Principles for Calculating Compensation in India, Part 5 of 6 - deduction to payouts

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep turns attention to one of the most sensitive and highly regulated areas of payroll, wage or pay deductions. Building on the earlier discussions on wages and pay cycles, he explains that while organizations have discretion over how much they pay, they do not have unlimited freedom when it comes to deductions. Mandeep clarifies that deductions are tightly governed by statutory principles and must follow defined systems and processes. He explains what deductions are clearly permitted, including salary or other advances, statutory deductions and taxes, leave without pay, and employee benefit contributions such as insurance or pension schemes, provided there is specific, prior employee authorization. He highlights that even charitable or social contributions require explicit consent, detailing amount, duration, and purpose. The episode also addresses penalties, explaining that deductions for penalties are allowed only through a defined process and within legal limits. A critical safeguard discussed is the 50% cap, ensuring that total deductions cannot exceed half of an employee’s earnings. The episode concludes by emphasizing the accountability of HR and payroll teams in ensuring every deduction complies with statutory guidelines, not just payroll arithmetic. Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

    4 min
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About

This playlist discusses and sheds light on aspects that organisations in India follow in the area of Human Resources. It is aimed at CEO's MD and line managers to understand how various aspects of Human Resources can help shape their organisations journey in India. Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country. Let's make the workplace, a better place.

Information

  • Creator
    Mandeep Singh
  • Years Active
    2024 - 2026
  • Episodes
    93
  • Rating
    Clean
  • Copyright
    © Mandeep Singh
  • Show Website
    India HR Guide

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